How often do you see an employee taking frequent leaves, or not engaging with the team, not meeting deadlines? Sometimes, these actions are more intentional than not.
More than half of working Americans are actively quiet quitting their jobs, and often, their managers don’t even notice. For many, it’s a form of self-preservation in response to burnout, lack of recognition, or unrealistic demands.
As an HR or a leader of a team, how do you curb quiet quitting before it starts affecting your organizational goals? Let’s start with the basics and then learn strategies on how to prevent this phenomenon.
What is the meaning of quiet quitting?
Quiet quitting is when employees do only what their job requires, nothing more, nothing less. They stick to their job description and avoid going above and beyond, like working overtime or taking on extra tasks. These employees show a lack of motivation, enthusiasm, and energy towards their responsibilities.
The trend of quiet or silent quitting has become more common (50% quiet quitters) since the COVID-19 pandemic, when employees became more aware of their work-life balance. Instead of constantly pushing themselves, many workers now set clear boundaries driven by factors like burnout, lack of recognition, and a desire for better work-life balance.
Quiet or silent quitting doesn’t mean employees are lazy or bad at their jobs; it simply means they are doing what they’re paid for and nothing extra.
Definitions of quiet quitting
Harvard business review defines quiet quittingas:
Quiet quitting involves opting out of tasks beyond one’s assigned duties and/or becoming less psychologically invested in work. Quiet quitters continue to perform all their regular work but refuse to engage in activities known as citizenship behaviors.
Mckinsey describes these employees as: “Quiet quitters are, on average, significantly more dissatisfied with their jobs than other workers—whether compared to those who did leave or to those who stayed and never wanted to leave in the first place.”
Top 7 reasons why US employees choose to quiet quit
All the reasons that lead to quiet quitting share a common underlying problem: feeling undervalued. Employees who feel their efforts go unnoticed or unappreciated are more likely to disengage and stop going the extra mile.
This sense of being undervalued is the most common driver behind silent quitting. However, based on our research, there are seven other reasons that could add up to employees quitting quietly:
1. Unfair compensation
Inadequate compensation is one of the most common reasons for employee dissatisfaction. Internal and industry parities in pay contribute more to this.
Most often, employees feel their pay doesn’t match their effort, especially with rising costs due to inflation. Even if they receive a decent salary, a lack of meaningful benefits or financial security makes them feel undervalued.
2. Limited growth opportunities
Let’s assume your employees are well compensated and have clear roles in the organization. However, are they aware of their growth opportunities?
Growth isn’t just about annual raises or occasional promotions. It’s about employees seeing a clear path for advancement, gaining new skills, and feeling their career is progressing.
When you fail to provide consistent learning opportunities, mentorship programs, or visible career progression, employees can quickly feel stagnant.
3. Unclear job responsibilities
Some employees are hired for one role but gradually take on entirely different responsibilities—without recognition or reward. Over time, this shift becomes the norm, leaving them overworked and undervalued.
4. Lack of enough personal time
The value of personal time and work-life balance surely grew exponentially post-pandemic. Overtime and unrealistic demands take away from employees’ personal lives. When work cuts into employees’ free time without valid reasons, they pull back and do only the bare minimum.
5. Employees refuse todon’t buy into ‘hustle culture’
We’ve all experienced some amount of imposter syndrome, given the popular ‘hustle culture’ on social media these days.
The pressure to always be busy and productive has left many employees burned out. After years of overworking without meaningful rewards, employees question whether the extra effort is worth it, and many choose to step back.
6. Feeling undervalued or disrespected
If your organization has a toxic work environment, where employees are micromanaged or treated like just another resource, they’re obliged to feel disconnected. As a manager, if you show little empathy or fail to recognize their efforts, your employees will gradually withdraw.
7. Lack of trust their organization
Another major issue in today’s workplace is a lack of transparency and exclusion from key decisions. When employees feel left out or sense dishonesty, their trust fades, and their engagement and loyalty decline.
5 most common signs of quiet quitting in your workforce
The signs of quiet quitting are often subtle and easy to overlook. You’ll often need to connect the dots, like noticing a lack of engagement and declining productivity, to recognize when an employee is quietly quitting.
Here are the five most common signs you will notice in a quiet quitter:
1. Fading into the background
Employees who are quietly quitting tend to disengage from team activities. They avoid contributing their opinions during meetings and withdraw from group discussions. You might notice them:
- Skipping or staying silent in team meetings.
- Eating lunch alone or avoiding social interactions.
- Opting out of team outings or informal gatherings.
2. Doing the bare minimum
Employees stick strictly to their job descriptions, doing only what is required. They may:
- Miss deadlines or complete tasks at a slower pace.
- Delay responding to emails, calls, or office queries.
- Show little concern for the quality or timeliness of their work.
3. Wearing their discontent
Some quiet quitters openly display dissatisfaction. You must not ignore signs if they:
- Complain about their job or the organization frequently.
- Spread negativity among colleagues.
- Lack motivation and show minimal effort in their tasks.
4. Running on empty
When employees feel undervalued or see no opportunities for growth, their enthusiasm dwindles. Signs include:
- Consistently arriving late or leaving early.
- Showing disinterest in taking on new challenges.
- Displaying a lack of creativity or initiative.
5. Frequently missing on action
Frequent absences or absenteeism without valid reasons can be a red flag. These employees might:
- Take leave on important meeting days.
- Call in sick regularly without clear justification.
- Display a pattern of absenteeism that affects team productivity.
Soft quitting vs quiet quitting
Both soft quitting and quiet quitting represent disengagement in the workplace, but they stem from different mindsets and manifest in distinct ways.
In quiet quitting, employees perform only the tasks explicitly outlined in their job descriptions, whereas soft quitting is driven by emotional exhaustion or burnout.
Quiet quitters do only what’s required, showing up, completing tasks, and leaving without extra effort. On the other hand, soft quitters are emotionally drained. They gradually lose motivation, becoming less engaged and contributing less over time.
Here’s a quick glance at their differences:
| Aspect | Quiet quitting | Soft quitting |
| Mindset | Deliberate disengagement; doing the minimum. | Emotional disengagement; burnout-driven. |
| Behavior | Fulfills job duties, no extra effort. | Gradual decline in enthusiasm and output. |
| Emotional State | Neutral or indifferent. | Sad, disheartened, or emotionally drained. |
| Visibility | Noticeable through reduced effort. | Subtle and harder to detect. |
| Impact | Affects productivity and team morale. | Lowers creativity and innovation. |
| Solution | Better incentives, work-life balance. | Emotional support, burnout prevention. |
How is quiet quitting affecting your business and employees?
Quiet quitting is a double-edged sword. It has its pros and cons. While it may initially seem like a subtle form of disengagement, its consequences can significantly impact productivity, employee well-being, and overall business growth.
The positive effects of quiet quitting
1. Promotes healthy boundaries
Silent quitting lets employees reclaim their personal space and work-life balance on their own terms. Since they avoid constant overperformance, such employees are not easily prone to burnout.
In fact, 95% of employees in the US stated that working for an organization that respects the boundaries between work and personal time is very important to them.
A break from hustle culture lets employees reset peacefully and avoid chronic stress. If you notice this quickly, you can contribute to improving work-life balance for employees.
2. Encourages fair compensation
Quitters can also be silent protesters against being overworked and underpaid. When you notice such behaviors, you should be proactive about reevaluating workloads to prevent exploitation and address pay inequities that may have gone unnoticed.
3. Allows for graceful exits
Employees unhappy but not ready to resign may softly disengage through quiet quitting. This gradual withdrawal can be good for your business in terms of minimizing disruptions in operations. It also allows employees to part ways without creating friction.
The negative effects of quiet quitting
According to SHRM research, 83% of HR professionals concerned about quiet quitting worry about decreased employee morale, while 70% are concerned about decreased productivity, and 50% about decreased work quality.
1. Decreased work quality
Employees who limit their work effort often produce lower output, miss deadlines, and reduce creativity. This could also slow down the entire team’s pace, which could, in turn, affect customer service and your brand’s reputation.
2. Lower team morale
Quiet quitting can very easily lead to resentment and conflict between team members. Such friction can increase stress for your team. This is more noticeable when another employee has to pick up the slack for the quiet quitter.
3. Negative financial consequences
Quiet quitting can lead to financial setbacks driven by reduced productivity. Companies with disengaged employees earn 33% less in operating income than those with a highly engaged workforce.
Furthermore, your customers might complain about poor service, or product quality may decline.
To prevent long-term impact, it’s crucial to address quiet quitting early by supporting employee needs while aligning with business goals.
What are the best ways to address quiet quitting in your organization?
The strategies to prevent quiet quitting will depend on what kind of work setting your employee is working in. The mitigation measures for a WFH employee will be very different from a person coming to the office every day. Here’s a breakdown:
A. For work from office employees
Employees working from the office burn out easily due to the added stress of travel, being away from home, and surrounded by colleagues and office politics all day. Here are some strategies that could help them from quietly quitting:
1. Create a fun and engaging workplace
- Host team lunches, themed days, and celebrations for milestones.
- Add “Happy Hour” breaks for informal chats.
- Recognize achievements with small gifts or shoutouts.
2. Offer flexibility and work-life balance
- Introduce flexible start/end times or occasional half-days.
- Include mental health days and “no-meeting hours.”
3. Provide growth opportunities
- Offer mentorship programs and career coaching.
- Provide access to skill development courses.
B. For work from home employees
Employees working remotely are prone to mental health issues, isolation, and get detached from work easily. You could help them in the following ways:
1. Increase recognition and connection
- Host virtual team-building games and coffee chats.
- Send appreciation packages or offer small perks.
- Use shoutouts on internal channels.
2. Promote flexibility and autonomy
- Allow flexible working hours.
- Use asynchronous communication to avoid micromanagement.
3. Prioritize mental health
- Provide virtual counseling and wellness apps.
- Host stress management workshops.
- Enforce “offline hours” to prevent burnout.
C. For hybrid employees
A study by International Workplace Group found that hybrid workers are less likely to quiet quit. That’s good news, but even so, as an employer, you should be proactive to mitigate quiet quitters even if they’re working in a hybrid model. Here’s how:
1. Make in-office time meaningful
- Schedule team-building or brainstorming sessions on office days.
- Offer free meals or perks as incentives.
2. Provide flexible schedules
- Let employees choose their office days when possible.
- Set core collaboration hours.
3. Focus on development and rewards
- Offer tuition support or learning stipends.
- Provide performance-based bonuses.
- Host monthly skill-sharing sessions.
Moving forward with clarity and purpose
Quiet quitting is not a new concept, but it sure did blow up post-COVID-19.
For HR professionals and leaders worldwide, the key to good HR practices has always been to listen, adapt, and act. Such problems are unlikely to go away and it’s quite obvious that quiet quitting is here to stay.
With the number of Gen Zers entering the corporate world, you can expect more of similar issues like soft quitting, slow quitting, etc. The answer to this is also obvious: Better employee experience.
Nothing beats a business with happy employees and they’re usually a product of timely pulse surveys, rewards and recognition, wellness apps, diversity and inclusion, and open communication.
Keka provides all of the above along with core HR functionalities. The platform not only sustains engagement but also helps you monitor quiet quitters with time and attendance tracking, employee analytics and performance management.
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Frequently asked questions
1. Is silent quitting and quite quitting the same?
Yes, silent quitting and quiet quitting describe the same trend: employees doing only the bare minimum required without extra effort. Both terms highlight disengagement that is subtle and often unnoticed, as employees remain physically present but emotionally detached.
2. What are examples of quiet quitting?
Quiet quitting can manifest in various subtle behaviors that indicate disinterest or disengagement. Some common examples include:
- Lack of initiative: Employees stop volunteering for additional tasks, projects, or responsibilities.
- Minimal communication: Reduced participation in team discussions, fewer contributions during meetings, or avoiding collaboration.
- Declining after-hours work: Refusing to respond to emails or calls outside of working hours, even if they previously did so.
- Doing only what’s required: Focusing strictly on job duties without seeking improvements or offering creative solutions.
3. How to prevent quiet quitting?
Preventing quiet quitting requires proactive employee engagement and a focus on workplace well-being. Here are some ways:
- Prioritize work-life balance: Respect after-hours boundaries.
- Recognize contributions: Offer praise, incentives, and growth opportunities.
- Encourage communication: Create a safe space for feedback.
- Support development: Provide learning programs and career growth paths.
4. Why is Gen Z more into quiet quitting?
Gen Z values work-life balance and mental health, making them less willing to overextend for work. They have lower tolerance for toxic cultures and expect fair pay and meaningful roles. When undervalued, they are more likely to disengage quietly rather than push for promotions.
5. What is loud quitting?
Loud quitting is the opposite of quiet quitting, where employees express their dissatisfaction openly. This may involve public complaints, dramatic exits, or vocal criticism of the company. Loud quitters often seek attention or want to highlight workplace issues before leaving.
